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Unionized and Non-Unionized Institutions

Several pieces of researches are conducted to find out the differences and similarities between union institutions and non-union institutions. Both institutions have employees designated to perform specific organizations’ tasks that aim to improve the living standards of employees and ensure the growth of institutions. Thus, every institution has got laws and regulations that cut across several factors (Artz & Heywood, 2020). They include payments of wages, employees’ privileges, working schedules, among other factors. The rules and regulations for each institution bring about differences and similarities that often affect the employees, for example, power and authority (Chang et al., 2017). While differences and similarities exist, unionized institutions seem to offer job security, better wages, and strong negotiating powers than non-unionized institutions.

There are several differences between union and non-union institutions. Power as a factor creates distinct differences between the institutions. For the union institutions, power is entrusted by the union of workers. Workers have the power to discuss the organization’s policy that would favor them compared to the organization (Yun, 2018). They have the authority to discuss and agree on the terms of contracts. However, for the non-union institution, power lies in the hands of the employers and the organization’s management. They have authority over the employees; thus, they discuss the company’s issues and solve them without employees’ consent, for example, deciding on the working conditions and wages for the employees (Artz & Heywood, 2020). As a result, the institution is favored and benefits more than employees. Besides, the union workers have powers that enable them to earn while on sick leave as well as enjoy services offered by health insurance.

Additionally, job security plays a significant role in differentiating the two institutions. This is because job security is a major factor that every employee considers as their intentions focus on when developing their career without getting laid off unintentionally (Yun, 2018). The unionized institutions protect the rights of employees, including job security, by ensuring they have a stable working environment and get protection in the workplace. However, issues such as misconduct may compromise the institution’s laws and terms of service, resulting in a layoff. Conversely, the non-union institution has no specific laws guarding workers’ job security. The workers get laid off at any time since the management can retain or fire a staff member.

Besides, the unionized institution focuses on ensuring the employees earn fair wages in all their dealings. They get to discuss salary issues and establish terms that would favor the employees. As a result, unionized employees get satisfied with work payments, and in case of payment issues, they raise them to the workers’ union board (Chang et al., 2017). The non-union institutions are irregular in the payment of wages. Their employees do not decide on wage payment terms since the employers and institution management make the decision. The institution concentrates on profit maximization, thus reduction in expenses that include salary payment.

In conclusion, the union and non-union institutions exist as independent bodies with distinguished terms of operation. Their differences create key issues to figure out before deciding on the best institution that one can work for ad develop their career. This depends on the position to take, whether as a worker or an employer. In addition, for workers, there are more benefits enjoyed under union organizations. They discuss issues affecting them, such as wages and working conditions, which support their career goals and achievements. Also, in case of a pandemic, they can change the working conditions, including better payments and health insurance plans. However, non-union institutions do favor employers more than workers.


Artz, B., & Heywood, J. S. (2020). Unions, Worker Participation and Worker Well-Being (No. 705). GLO Discussion Paper. Retrieved from

Chang, J., Travaglione, A., & O’Neill, G. (2017). Job attitudes between unionized and non-unionized employees. International Journal of Organizational Analysis. 25(4). 647-661.

Yun, J. K. (2018). Operating Flexibility in Unionized Firms. Pan-Pacific Journal of Business Research9(1), 17-32.


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